Leading With Nice Daily

New Year's Resolutions: why do we make them and can they actually help accomplish anything of purpose? This week we look at the right way to make a New Year's Resolution and different approaches to making them valuable set you up for success.

New Year's Resolutions: why do we make them and can they actually help accomplish anything of purpose? This week we look at the right way to make a New Year's Resolution and different approaches to making them valuable set you up for success.

New Year's Resolutions: why do we make them and can they actually help accomplish anything of purpose? This week we look at the right way to make a New Year's Resolution and different approaches to making them valuable set you up for success.

New Year's Resolutions: why do we make them and can they actually help accomplish anything of purpose? This week we look at the right way to make a New Year's Resolution and different approaches to making them valuable set you up for success.

New Year's Resolutions: why do we make them and can they actually help accomplish anything of purpose? This week we look at the right way to make a New Year's Resolution and different approaches to making them valuable set you up for success.

Using technology intentionally in your workspace is a business trend that has been amplified by COVID-19. However, most workplaces fall short of what they could be doing and capitalizing on. Today we look at what the "next step" in the adoption of technology use looks like and why you want to do it.

Who is the coach for your reports and employees? Are you the only one? Is this your strongest skill? Companies and organizations who invest in coaching for their employees are retaining top talent because people want to be at their best. Today we talk about why you should be doing this.

Winning organizations who are winning are the ones that have invested in defining effective leadership and great teams. The best way to approach this is through a coach, facilitator or consultant and using assessments. Today we look at how this is done.

Does your company or organization invest in its human capital? More than paying for conferences and development opportunities, companies who are attracting and retaining top young talent are the ones that invest in their employee's work-life balance.

This week we're looking at trends that are being accelerated in the latter half of 2020. Today we look at the trend of decreasing reliance on age-based metrics for promotions and leadership opportunities.

Diversity in the workplace is more than just the colour of our skin. It's age, background, experience and more. Today we look at why this is great and why it can be hard.

The way we give feedback may need to be changed depending on how you're doing it. If you're the manager/director/CEO that is doing employee reviews, you want to listen to today's episode.

Ethics. You might think it's always been an important topic. But the reality is more CEOs have been removed over the past decade for ethical and morale failures than ever before.

Today we discuss employee experience. Employees have moved beyond employee engagement and now want to know how the experience working at your organization is more than just a paycheque.

This week we're looking at five topics you and your team should be discussing. Today we look at the normalization of defects.

Today we're going to talk about someone who has a high "S" behaviour. Stability, speed, security. These are all words that describe someone who is high or low on this scale.

Today we look at someone who has a high I - or interpersonal behaviour. How do you feel about this person and how do you work with them?

Today we look at what a high D personality looks like and conversely, what someone who is low on the D scale might be like.

DISC is a great way to help your team reach their full potential. This week we're going to discuss how it can help you and your team.

Making people feel welcome very quickly is a great leadership skill. Today we discuss how Penny Kirlik is intentional in making people feel like they belong.

We wrap up this week our look at DISC assessments with someone who charts on the C scale. C stands for compliance. What does it mean if you're high or low C? Today we discuss this.

Today we discuss what we learned from Amy Gorecki. She is the Executive Director of the Science Teachers Association of Ontario and her big lesson to dealing with many volunteers is to over-over communicate.

Today we continue our learning from the Leading With Nice Interview Series podcast that launched yesterday. Today we discuss what we learned from Dan Goddard, a pastor from Moose Jaw who did a deep dive into what to do with leaders who have a morale failure.

DJ HORNS! Today the Leading With Nice Interview Series launches. So this week on the LWN Daily we're talking about lessons from some of the leaders we spoke with on the Interview Series podcast. Today we talk about Hero Making, a lesson from Paul Magnus.

This week we are launching a brand new podcast. Launching on Tuesday, June 23 our brand new podcast, the Leading With Nice Interview Series podcast. Today we talk about what we learned from Jack Armstrong, colour commentator for the Toronto Raptors.

Today you're encouraged to ask yourself some questions now that you have completed the Stress Quotient Report.

Today we look at the four stress symptoms that lead to stress. Physical, emotional, cognitive and behavioural.

Why does the Stress Quotient Report sometimes return 0 or less than 25 in some categories. This is not to be alarming. If you were experiencing stress in all seven areas, it would be emergency time.

Stress can be seen in seven unique areas. Today we discuss the Stress Quotient Report we offer. When you and your team takes this free assessment, it gives you the language and awareness on how to proactively address stress.

This week we're looking at stress. Stress is always in the workplace, but there are ways to manage it, address it and actually solve it. This week we discuss what stress is and a report Leading With Nice offers to help with it.

How are you going to be at your best when leading from a distance. You need to set boundaries for you and yourself. Today we discuss what that can look like.

Building trust online can be difficult. Trust is often built in-person through physical and verbal actions. When we're not interacting and everyone is just a head and shoulders version of themselves, trust needs to be built with intentionality when you're leading from a distance.

There are three action steps you should take as a long-distance leader. There's been lots of change as we move into a virtual leadership position. How has it impacted you?

As a leader, your job is to get results and inspire other people. The long-distance leader needs to be intentional about focusing on others while we're leading from a distance.

This week we're looking at long-distance leadership. While your colleagues and reports might be around the corner or down the street, there is still a keyboard, mouse and monitor between you. Today we look at how coaching can be accomplished when you are meeting in a virtual workplace.

Today we complete out look at the model Patrick Lencioni presented in his book The Five Dysfunctions of a Team. Today's issue we tackle is inattention to results. If you're this far along the process in a dysfunctional team and you don't deal with all the other issues they you probably aren't paying attention to the results.

As we work through Patrick Lencioni's Five Dysfunctions of a Team we arrive at the fourth level: Avoidance of Accountability. When we're not keeping each other accountable, we miss so many opportunities for big and meaningful wins. Today we discuss what it looks like when we aren't holding each other accountable.

On today's episode we're talking about the third level of dysfunction: lack of commitment. Lack of commitment keeps us from seeing what really matters through to the end. Today we discuss what that looks like and the implications of not being attentive to commitment.

In yesterday's episode, we discussed the first layer teams need to address on their way to being a highly effective team - trust. Today we turn to the ability to have conflict.

Teams can have accomplishments, but are they working at a level of effectiveness where they are truly inspiring others, building loyalty and getting results as best they can? Often teams are dysfunctional at some level. This week we're talking about the model Patrick Lencioni presented in his book, The Five Dysfunctions of a Team.

Today we look again at the scorecard. This step is so important that it's important we include it. A great facilitator or consultant can help you create a scorecard that will help you on your culture change process.

It's time to map out your process for the culture change plan. Culture change can be a draining process so you want to be sure you've put enough time around your discussions to recharge and be ready for the next discussion.

Setting your target and creating a score card is important when looking to change or tweak a corporate culture.

Before you get too far into a culture change process you want to be asking yourself why you are doing this in the first place. Being clear about why you're doing it is key to making the process successful.

This week we are looking at the process you can take when you're looking to embark on a culture change process.

Today we are discussing the start of a leadership model. But we're also celebrating episode 100 of the Leading With Nice Daily (insert DJ horns here). Thanks for being on this journey with us!

The rubber hits the road today and we are requiring the person we have modelled for and mentored. This will be a great way to also measure your abilities to build up a leader.

Today we look at mentoring during leadership development. We discuss how to mentor effectively in today's episode.

Today we talk about the first step in a leadership model, which is to model the behaviour you want to see.

What does a leadership model look like? You might be surprised that you find it in everyday life.

Can you replace bitterness and resentment for acceptance and gratitude? You can and one of the steps is to give out measured gratitude. This doesn't mean holding something back, it means being genuine in how you respond to the things people do for you.